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Home — Essay Samples — Life — Dream Career — Job Satisfaction and Organisational Commitment
Job Satisfaction and Organisational Commitment
- Subject: Life , Business
- Category: Professions & Career , Human Resource Management , Workplace Culture
- Essay Topic: Dream Career , Employee Benefit , Job Satisfaction
- Words: 1677
- Published: 10 April 2019
- Downloads: 77
Emotional Intelligence and Commitment
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A Conceptual Framework on Organizational Commitment and Compensation
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This research paper attempts to provide an exploration of the conceptual literature as regards to Organizational Commitment. The relationship between human assets and organizational dedication plays an important function in the growth of any organization. A primary objective of this research is to research theoretical perspectives to find a way to clarify organizational dedication with explicit reference to telecommunication sector. The paper suggests that organizations want to pay attention to the connection that prevails within the organizational tradition. Previous literature has shown the framework of organizational factors and organizational commitment but this paper goals to narrate the various factors of compensation and their impact on organizational dedication.
This examine additionally provides a highway map to guide the long run research students.
Introduction
The dedication of the entire workforce is significantly extra essential in today’s period than past. Organizations give consideration to sustained aggressive advantage by way of continuous enchancment in order to increase market and retain buyer satisfaction. To retain better prospects requires having better workforce.
The concept of organizational dedication has also been used as a forecaster of employee retention. It has additionally become the prime point of managers in many organizations in order to maintain aggressive advantage as far as manpower is anxious. Employers wish to have contributions from workers to find a way to target new markets and distinguish their services and products from the competitors. However many instances staff feel insecurity and insecurity relating to their job as a outcome of which they’re much less loyal to the organization. If staff are paid properly and supplied with the better incentive schemes they are likely to be retained by the organizations.
Concept of Organizational Commitment
Organizational Commitment (OC) is referred as, “the relative power of an individual’s identification with and involvement in a particular organization” (Mowday et.al., 1979). OC also states to an identification of an worker working in a corporation as a human capital. OC has been distinguished by the three types of dedication: affective, continuance and normative.
Affective dedication means emotional attachment of workers in the course of the group. Continuance dedication is said to the intention to remain with the organization as a end result of the value of leaving might be excessive or sometimes the rewards and recognition helps staff to stay in the organization. The third dedication is the normative that displays an obligation or sense of belongingness among the employees to remain as a member of a corporation (Allen and Meyers 1991). John (2011) said in his analysis paper, as in the case of BSNL, trustworthiness, image and relationship are the primary elements which affect the loyalty of the employees. From the factor evaluation, it was found that trustworthiness was the important thing issue that motivated the workers to stay loyal with their organization.
Concept of Compensation
(DeNisi and Griffin, 2001) reviewed compensation as a reward system that a corporation present to its staff in return for their willingness to carry out various tasks and jobs within the organization. Compensation is related to the efficiency measures. An employer should design compensation in such a way so as to induce employees with necessary info to remain with the firm for long term (Greg Clinch 2015). In this examine key variables are taken from the prevailing literature. They are:
It is a vital useful resource to fulfill employees’ wants. Therefore, it is doubtless one of the hygienic factors related to the behaviour of employee at office (Spring et.al., 1997). Organizational efficiency gets induced by the committed staff and dedication of employees come when they’re paid nicely. Pay packages are one of the major elements to stimulate staff and retain them in the group (Terera, et.al., 2014)
Flexible pay
Flexible pay consists of bonuses, which assist a firm to align wage bill with fluctuations in business cycle. Bonuses are more variable than fixed pay (Nakamura 1998). A bonus system is defined as a reward scheme given to staff along with fastened compensation ( Llanos et.al., 2016).
Merit-Based Pay
Merit-based pay is a mechanism for staff to obtain further pay, based mostly on their performance. It consists of three vital dimensions: performance evaluation, communication and participation ( Llanos et.al, 2016). Merit based pay system help the workers to give consideration to their work so as to improve their effectiveness of their efficiency.
The framework focuses on organizational commitment via the various elements of compensation such as fundamental pay, merit-based pay and versatile pay.
Statement of the Problem: A number of research have been conducted by a number of authors regarding the organizational dedication in various sectors to highlight the importance of loyal workforce for organizational progress. However, the literature on organizational commitment has gone through various insights by different studies. Through this study researcher intends to put in an honest effort to provide a honest contribution on this regard. Compensation (basic pay, versatile pay and merit-based pay) enables to organizational dedication which to find a way to have qualitative workforce. The variables chosen for this paper after the examine of previous literature sheds mild on different compensation variables with reference to organizational dedication. This gap has not been undertaken by anybody till date.
Proposition
Proposition 1:
Basic pay is positively related to organizational dedication.
(Clare L. 2003) instructed that staff were satisfied with their wage. In this paper it is proposed that primary pay is related to organizational dedication. As the workers received happy with the salary, they’re prone to remain within the organization for the longer period.
FLEXIBLE PAY
COMPENSATION
Organizational Commitment
Proposition 2:
Merit based mostly pay is positively associated to organizational Commitment.
It involves the incentives schemes. It affects the design structure of accountability accounting framework… Incentives assist to build staff work and co-operative habits (Indjejikian 1999). Co-operative conduct helps to build higher working surroundings which induces staff to remain with the group. Therefore, helps to build dedication amongst workers in path of the group.
Proposition three:
Flexible pay is related to organizational commitment
Flexible pays are related to bonus and all other perks and benefits that a corporation provides to an employee. This permits an worker to really feel satiation which enables to stay dedicated with the group. Nakamura (1991) recognized that bonus are related to a person worker. It is described as a profit-sharing scheme between staff and employers by which both absorb some of the enterprise revenue in the type of flexible payments in return for long-term employment. It additionally encompasses risk-sharing scheme.
- Clinch, G. (1991). Employee compensation and firms’ research and development activity. Journal of Accounting Research, 29(1), 59-78.
- Comm, C. L., & Mathaisel, D. F. (2003). A case study of the implications of college workload and compensation for bettering tutorial high quality. International Journal of Educational Management.
- Conway, E., & Monks, K. (2008). HR practices and dedication to vary: an employee‐level analysis. Human Resource Management Journal, 18(1), 72-89.
- DiPrete, T. A., Goux, D., Maurin, E., & Quesnel-Vallee, A. (2006). Work and pay in flexible and controlled labor markets: A generalized perspective on institutional evolution and inequality trends in Europe and the US. Research in Social Stratification and Mobility, 24(3), 311-332.
- Idris, A. (2014). Flexible working as an worker retention strategy in developing international locations. Journal of Management Research, 14(2), 71-86.
- Indjejikian, R. J. (1999). Performance evaluation and compensation analysis: An company perspective. Accounting Horizons, 13(2), 147-157.
- John, J. (2011). An analysis on the shopper loyalty in telecom sector: Special reference to Bharath Sanchar Nigam restricted, India. African journal of marketing management, 3(1), 1-5. Llanos, L. F., & Bin Ahmad, R. (2016). Financial compensation and organizational commitment: Differences among Mexican and Malaysian bankers. Compensation & Benefits Review, 48(5-6), 155-170.
- Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management evaluate, 1(1), 61-89.
- Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the group: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
- Mowday, R. T. (1998). Reflections on the study and relevance of organizational dedication. Human resource management review, 8(4), 387-401.
- Nakamura, M., & Hübler, O. (1998). The bonus share of versatile pay in Germany, Japan and the US: Some empirical regularities. Japan and the World Economy, 10(2), 221-232.
- Nakamura, M., & Nakamura, A. (1991). Risk conduct and the determinants of bonus versus common pay in Japan. Journal of the Japanese and International Economies, 5(2), 140-159.
- Porter, L. W., Mowday, R. T., & Steers, R. M. (1979). The measurement of organizational commitment. Journal of vocational habits, 14(2), 224-247.
- Spring, M., & Boaden, R. (1997). “One more time: how do you win orders?” a crucial reappraisal of the Hill manufacturing technique framework. International Journal of Operations & Production Management.
- Terera, S. R., & Ngirande, H. (2014). The impression of rewards on job satisfaction and worker retention. Mediterranean Journal of Social Sciences, 5(1), 481.
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In attempting to ensure workforce motivation in the transitional period, it is first necessary to identify some core aspects of motivational theory within the context of the achievement of strategic organizational goals. Indeed, the attainment of such a condition requires a sensible balance between managerial commitment to the strategic interests of a business and to the human interests of its everyday operation. This justifies the demand to correspond closely with the various departments which will ultimately be central in the process of adjustment. The importance of retaining motivation in the organization corresponds directly with stimulation of the impression that all departments and personnel are directly involved in a strategic transition. The presentation of a unified front is essential for an organization undergoing serious change as might effect marketing identity or brand consistency. Often, for a larger organization, making changes which are to persist across an array of operational demands, there…
Organizational Behavior Hospice History of
Hospice affirms life and neither hastens nor postpones death" ("Preamble and Philosophy," NHPCO, 2010). The NHPCO formal mission statement is: "To lead and mobilize social change for improved care at the end of life" ("Mission & Vision," NHPCO, 2010). Financial and economic statements Hospices individually operate under a wide variety of financial models, including for-profit and not-for-profit systems. Most use "a managed-care model, with insurance companies providing per visit and per diem reimbursement" (Baxendale & Dornbusch 2000, p.1). "Hospices receive funds from government programs or private insurance, from donations made by the public or other corporations, and from grants donated by charitable foundations...Hospices are not reimbursed on a fee for service basis: rather, hospices are paid, on a basis of how many days the patient is enrolled in the program and received services…In return for payment, Medicare, Medicaid and private insurance companies expect the hospices to provide all services which…
Organizational Behavior Trends Increasingly Two Major Factors
Organizational Behavior Trends Increasingly two major factors are influencing corporate decisions makers. The first is a reenergized campaign for corporate ethics. The second is technology and work-related stress. This paper describes why these trends are occurring and the results on how decision makers behave. It then concludes with an assessment of whether ethics and technology pull the manager in two different directions. The long held notion that companies will profit from unethical behavior is now being dispelled. Many research studies such as those conducted by the Institute of Business Ethics, a promoter of corporate ethical best practice, have shown that companies with a clear commitment to ethical conduct outperform those which do not (Webley and More). The Institute of Business Ethics carried out its research on large companies in the United Kingdom, studying those with a demonstrable commitment to ethical behavior through having a published code of business ethics, and…
Organizational Change and Transformational Leadership
Organizational Role as a Nurse Leader A nurse leader is an individual engaged in direct patient care and who regularly enhances the care given to patients through influencing the treatment provision delivered by others. This implies that leadership is not merely a matter of skills but an attitude which informs behavior. This essay develops a detailed leader profile based on the transformational theory, as this is the most relevant theory for this leader. Moreover, the essay will analyze the leader's role and philosophy as a nurse administrator. The final section will present the role of nursing leadership. Leader's Profile: Lee Moldowsky Lee Moldowsky started off as a volunteer EMT in the early 70s since then nursing has struck interest. In 1983 he joined the army at age 25 and became a sergeant in charge of operating services. Moldowsky went to Farmingdale and also worked in a burn unit at Nassau…
Organizational Behaviour Organizational Behavior Although
From the aspects and factors that have been mentioned, there is still one element that can play a great role in the success of a team. This is the personality of every individual in the team. Member personality has great impact in the success of team. This is similar to the level of strength of every individual in a human pyramid. A person in the pyramid who has a weak physical strength can cause the fall of the other persons who are on top of him and standing on his shoulders. In the same way, a team member who has unlikeable personality, such as selfishness, incooperation, or irresponsibility, can negatively affect the other team members either in terms of their performance or even influencing the personality of the other members. According to Abraham and Morrison, teams with higher levels of Conscientiousness, Agreeableness, and Openness among team members performed better than…
Organizational Systems and Quality Leadership
Organizational Systems & Quality Leadership Strategies that enable a nurse on an interdisciplinary team to exert leadership Nurse leaders act as clinicians, managers and mentors to shape the future of healthcare and have positively impact patient care outcomes. Nurses are required to successfully collaborate with a number of other disciplines when it comes to providing and improving patient care. This means that nurses are required to exert leadership in an interdisciplinary team even if they do not occupy formal leadership positions. There are several strategies that can enable a nurse on the interdisciplinary team to exert leadership without occupying a formal leadership position; taking a leadership stance and being a role model. A Leader is a person that directs other people towards achieving a goal he or she is supposed to influence others positively and help them work towards achieving a common goal. A strong leader is one who does…
Organizational Behavior When Women Go to Work
Organizational Behavior When women go to work in male dominated jobs, a clear message is given to them that they are not fit for the long hours and the organizational loyalty that the job requires due to the tug of children and the demand of family obligations. Many organizations, including hospitals put loyalty tests like long work hours to find out whether the employees will be able to meet the requirements of business. The main section where these hurt is the women employees. In the course of time, one can see men moving up the organizations much faster than women as the family obligations of women affect their job opportunities seriously. This restricts for the women a chance to get visible and revenue producing jobs with a brilliant career. The 1997 National Study of Changing workforce dealt with the composition of jobs and the frequency levels of the work getting…
Organizational Politics Organziational Poltics Organization Politics Is
Organizational Politics ORGANZIATIONAL POLTICS Organization politics is not just part of every organization but it is also an important aspect of the business from the view point of CIO (Chief Information Officer). In both the long run and short run, CIO with his authority over the transfer of information will decide the decision making psyche of CFO and CEO. The CIO, CFO and CEO are three legs of tripod and with any of them missing, the tripod is not of much use. But out of these three legs the CIO (Chief Information Officer) has the most importance because the setup that he will put in place or his handling of information will ultimately lead to performance and credibility of CEO and CFO. Without a good flow of information, whose responsibility ultimately lies of the CIO, the organization functions will work on itself, sometimes producing results that are helpful and sometimes…
Organization Behavior Marketing Report for
In its Pavilion dm1-3101ea laptop, Hp has used the latest technology to make this product the most innovative, fastest, and the most liked electronic gadget in the market (Dixons 2011). To stay competitive, HP has to keep on introducing the latest models of its Pavilion laptops so that no other competitor can snatch its market share. Social factors: Social factors such as education, income levels, preferences, and other cultural factors influence demand patterns in the different regions and therefore affect how a company operates in different regions. The education and income level of consumers affect the perception of brand of different laptop manufacturers (Oliver 1999). The prices of laptop must be ascertained considering the income levels and other social factors affecting the purchase decisions of the consumers. HP has to keep in mind all these factors in order to attract the most potential customers from the target market (Farley 1964).…
Organizational Capacity in Non-Profit Organizations
The ability to transform an organization to the next level, through specific leadership techniques, and to have the vision to carry out the task, is called transformational leadership. Transformational leaders influence by becoming the teacher, mentor and/or coach -- or a combination, rather than a hierarchical tyrant. Key is the empowering of others to achieve and surpass their own goals. Communication is the basis for this theoretical model -- the leader is highly visible and uses a chain of command to get results, but is never satisfied and is constantly looking for ways in which the organization can reach beyond the current vision (Avolio, 2002). It is this constant search for efficacy, the move to "transact" the organization or specific project to a new level that keeps this theory alive -- and continual feedback and stimuli are as necessary as food and water to this leader (Karl, 1993). This type…
Organizational Justice Concepts and Distinctions
Moreover, interactional aspects of organizational justice can (and sometimes do) differ substantially from procedural and distributive elements of organizational justice. In fact, interactional justice can even be used as a mechanism of attempting to compensate employees for unfairness and inequity in the other component elements of organizational justice. Procedural justice is most directly determinative of employee perceptions precisely because it determines the extent to which employees have opportunities to qualify for advancement and for greater consideration in connection with resource allocation and reward distribution. The procedural justice component outlines the respective ability of employees to pursue their fair share of responsibility, receive recognition of their commitment to the organization, and the relative quality of their work. Specifically, procedural justice requires transparency and the absence of bias in job performance measurement, salary, and advancement opportunities. In principle, interactional justice is preferable to its absence, but it is comparatively meaningless without distributive…
Organization Ethics Systemdevelopment
Organization Ethics Development System While seeking to succeed in their respective industries, firms have shifted focus towards implementing ethical practices related to their human resource management policies. The goal of ethical practices is to capture timeless ethical guidelines, principles, related information and examples containing fundamentals of the changing business environment. In this study, I have reviewed my current workplace to determine the degree of implementation of OEDS components. I have also proposed a plan for the implementation and ways of anticipating and overcoming resistance to the implementation process. The initial step of strategy implementation in the institution includes intensive planning. The department should focus on success goals and meaning. The stakeholders in such forums are involved in deciding on the objectives and meaning of success of the ethics program. Ethical programs should not be stand-alone documents (Petrick & Quinn, 1997). Benefits of an ethics program result from the strategic application…
Organizational Leadership Styles and Approaches
Organizational Leadership Part 1 It is important to note, from the onset, that organizational culture can be a rather difficult concept to comprehend for most. This is more so the case given that it has got to do with the interactions between individuals in an organizational setting and how these interactions and behaviors are governed by the prevailing beliefs, values, as well as shared assumptions. In an attempt to help in the evaluation as well as assessment of the relevant organizational culture elements, Edgan Schein came up with a model that we could utilize to assess organizational leadership effectiveness. According to Edgar, the culture’s visible elements are the artifacts. These include, but they are not limited to, the various workplace processes, art, dress codes, as well as structures. Individuals who are not necessarily part of the culture can be able to recognize artifacts (Elisabeth, 2010). Given that these are the…
Organizational Citizenship Management Ethics
Organizations must tread a careful balance between not demanding that employees perform tasks that go above and beyond their job description yet still encourage employees to take a vital and interested role in giving back to the organization. They must also tread a delicate balance between striving to micro-manage employees to ensure ethical compliance and showing that they trust employees to follow ethical guidelines using their own discretion. As noted by Singh, Pathardikar, and Bandyopadhyay (2012) most organizations trust employees in a manner that is not “readily monitored or enforced” (p.26). The authors call this model that of Organizational Citizenship Behavior (OCB) which is an important component of enhancing organizational performance but which is still at the discretion of the individual employee. Employees are encouraged to become good organizational citizens or “good soldiers” that go above and beyond their personal needs and tasks in a manner that adds to organizational…
Organizational Analysis Profile - Starbucks
Perhaps the most distinctive aspect of Starbucks is its commitment to the environment and the suppliers they deal with, often in third-world countries. It is a distinctive competency that helps many upscale customers identify with the company, and has earned their loyalty. In addition, the company employs its corporate resources in many civic-minded ways, earning even more loyalty from employees and customers. Starbucks believes in supporting communities where they do business in many ways, from purchasing from local providers to supporting Earth Day activities and literacy programs (Editors, 2007). In addition, they have taken a relatively narrow niche market and expanded it to be extremely successful around the world. Essentially, they sell coffee and snack items, and yet they are consistently growing, opening new stores, and increasing revenue each year. The fact that they are so successful is an extremely important aspect of their competency and business model. Not everyone…
Organizational Design Management Issues Communication
The relatively small degree of economic displacement during this recession has prompted the rise of the Tea Party and (to those who are not a member of this movement) incomprehensible fury against the federal government. (By noting that the economic pain now is "relatively small" I do not in any way to mean to suggest that many people have been not been devastated by the recession, merely to make the factual statement that the economic conditions in Argentina in the early 1980s were much worse.) The junta in Argentina in 1982, led for the previous year and a half by General Leopoldo Galtieri, had no possible tools to use to make real changes in the country: They did not have the economic resources to distract the nation's people with domestic "bread and circuses" (Makin, 1983b). So they tried another, historically proven strategy: Tamp down a domestic crisis (in fact, a…
Headless Chickens Describes an Organization Which Is
Headless chickens describes an organization which is alive, and able to operate and continue to exist, but that has no sense of what it is, or where it's going. By calling itself a headless chicken, the group on the case study of a higher professional education organization correctly identified how it was feeling, but also identified how the organization got to the unfortunate position. Once these two factors are known, a path can be charted out of the situation by surgically installing a new head, by someone who understands the nuances of what it will take to get the surgical procedure to take. The process of change in on organization cannot be initiated with the simple change of a leader. The organization also has a culture which has been built over the lifetime of the organization. Changing the leader, when the new leader is brought in from the outside of…
Employee Commitment for Anisha Bank Total Respondents
employee commitment for Anisha Bank. Total respondents are 600 who consist of 400 males and 200 females. The personal data of respondents are revealed in Table 2, and Fig 1. Fig 1: Age Groups of Respondents The data in the Fig 1 reveals that the largest number of respondents is within the age group between 44 and 50. Followed by the age group between 37 and 43. There is no respondents within the age groups 20 or under, 51-56, and over 60. The employee commitment survey results in Table 1 are categorized as follow: Participating in Decision Making Job Involvement Stress Administrative Climate Job Opportunities Organizational Commitment Based on the survey results, larger percentages of respondents disagree with the questions posed on participation decision making. However, larger percentages of respondents agree and strongly agree with the survey questions on job involvement, stress, administrative climate and organizational commitment. (The results of…
Business Ethics Organizational Norms Hold
3. Professional codes are put in place by industry organizations in order to guide the behavior of their members. The codes provide definitions and guidance with respect to right or wrong behavior. In some cases, these codes also include provisions for the discipline of members that do not adhere to the conditions of the code. The codes also serve another purpose is that they communicate to the public the ethics and morals to which the members of the organization are expected to adhere. Professional codes have the benefit of guiding behavior, which in concert with the communication raises the standard of morals, ethics and behavior among the group members. The criminological theory of social disorganization, for example, postulates that criminal behavior can derive from a lack of social norms (Cullen & Agnew, 2002). The professional codes then provide the structure required to prevent this. The industry also gains competitive advantage…
Improving Organizational Performance Simulation Summary Improving Organizational
Improving Organizational Performance Simulation Summary Improving organizational performance One of the challenges that organizations are faced with is performance improvement. For the organization to grow and survive it would need to depend on the commitment and passion of its employees. Airdevils is a professional stunts company based in Salt Lake City. The company was founded by Celsey Evans who was later joined by four of her colleagues. The company soon expanded and currently has 115 employees. The company's daring and dramatic stunts have won it many awards and loyal customers. Recently, some of the loyal customers have been expressing dissatisfaction in regards to the stunts, and some key employees have resigned. The employees have been expressing their dissatisfaction on an internet blog. The first phase of the simulation was problem identification. This involved researching why the job satisfaction was too low within the organization. After analyzing the blogs, comments, and…
HRM Organizational Behavior Theories Frameworks and the
HRM Organizational Behavior, Theories, Frameworks and the Links Between Individual and Organizational Performance This work in writing conducts a critical evaluation of HRM Organizational Behavior Theories Frameworks that link performance. Defining and measuring the effectiveness and performance of workers is a specific part of the HRM manager's work. The question presenting is one that asks how the skills, behaviors and attitudes that are needed by workers to successfully and effectively perform their roles is defined. One way of measuring this is linking the performance of individuals to the organizational goals. This is generally accomplished through use of competencies which are described as "the integrated knowledge, skills, judgment, and attributes that people need to perform a job effectively. By having a defined set of competencies for each role in the business, it shows workers the kinds of behaviors the organizational values…" (MindTools, 2011) Lawrence (1998) reports that people are "multifaceted and…
Counterproductive and Productive Behavior in Organization Productive
Counterproductive and Productive Behavior in Organization Productive and Counterproductive Behaviors Paper In today's organizations, employees are meant to work effectively by utilizing the resource available in an organization efficiently in order to attain optimum productivity of labor. It is expected by the management that the employees should exhibit productive behaviors in essence contributing towards and organization's goal of optimality and objective targeting (Nathan & Gary, 2010). It appreciated that, absence of productive behavior within an organization result to adverse effects in operations and performance (Diego & Rizzi, 2010). Definition of Productive and Counterproductive behaviors Productive behaviors within an organization are the behaviors exhibited by employees that contribute positively towards achieving organizational objectives and goals (Britt & Jex, 2008). Productive behaviors are those that attend to employees' positive contribution to the organizational needs and set objectives. The positive productive behaviors are expected to increase an employee's productivity and thus contribute to…
Long-Term Commitment to Change What
They are more likely to weather difficulties if they feel that the organization respects and takes an interest in their welfare, and that they have some responsibility for how the changes ensue. Finally, strong leadership is necessary to create the necessary conditions for the first two steps to work -- a leader must convince his or her subordinates of the necessity of such changes, and create open lines of communication between the company's heads and the lower level employees. Conversely, obstacles to change may result from the perception (or reality) that the change is not warranted, and comes at too great a cost to the company's employees, from an autocratic rather than a democratic approach to the communication process that creates frustration and a sense of a lack of control amongst the employees, and finally a lack of real leadership and subsequent disorganization, which allows pockets of resistance to form…
Personal Organizational and Cultural Values
In instances such as this, an employee may make decisions that are totally foreign to their normal character. It is these corporate ethical values that typically have the most impact on the decision-making process. Organizational ethical contexts are comprised of the moral ideologies adopted by the members of the organization, as well as the institutionalized philosophies regarding the principled conduct and the ethics codes that shape corporate strategy and action. When organizational ethical values are positively aligned with personal values, a more positive person-organization fit is acquired. Again, this fit is central in effective and efficient decision-making (Valentine, Godkin & Lucero, 2002). The development of ethical codes, which are merely a formalized statement of the corporate ethical values, have a positive effect on reducing the number of unethical decisions that are made by employees. Employees that are members of an organization with an imposed code of ethics were found to…
Work life Balance and Positive Outcomes for Organizations and Employees
In the contemporary business world, employee performance is a fundamental determinant in the attainment of organizational goals and objectives. For this reason, organizations come up with various ways of motivating their workforce so as to ensure there is a high employee performance. Work life balance is a largely significant observable fact that is of considerable concern to different employees in an organization. In delineation, work life balance is expediting and fast-tracking between one's work, which encompasses career and aspiration and one's lifestyle, which encompasses health, leisure and family. This goes beyond emphasizing on the work role and personal life of individuals. It also influences the social, mental, financial and psychological welfare of the individual (Obiageli et al., 2015). This essay will assess the statement as to whether work life balance has a positive outcome for the organization and also for the employees. Outcome for Employees One of the positive outcomes…
Human Services the National Organization for Feminist
Human Services The National Organization for Feminist Human Services evaluation of human resource practices MACROBUTTON NoMacro [Click here and type name] ADMINISTRATIVE MEMORANDUM - HUMAN SERVICES The Human Services Council appreciates the opportunity to provide comment and guidance on the merits and drawbacks of incorporating inclusive and anti-oppressive practices in our human service delivery. As you may already know, in the past, many feminist social service agencies such as ours have faced grave trials in maintaining our commitment to anti-oppression work in the current setting of practice. After interviewing several in our department, it has come to my attention that with practitioners our feminist agencies in New York have revealed the extent to which a changing policy background has affected the power of our organizations to integrate anti-oppressive principles into our company practice. However, in spite of these challenges, however, I think that by identifying drawback and benefits like other…
Industrial Organizational Psychology
workplace is anchored in the realm of the financial, we are inclined to use economic models to study it. However, while certainly economics and business in many ways make good partners, if we are interested in understanding how it is that businesses work on a day-to-day basis we must be at least as interested in understanding the social and psychological elements the obtain in the workplace as we are interested in economic models. The research described in this proposal outlines a strategy for obtaining a clearer understanding of the importance of the socio-psychological relationships among individuals in an organization and the reasons why some organizations foster both higher levels of worker satisfaction as well as higher levels of organizational commitment (while some must be content with one or the other and some with neither.) Central to this research design is a reliance on a workplace social exchange network model. This…
Solving an Organizational Problem Recently While Working
Solving an Organizational Problem Recently, while working as a customer service representative for the local telephone company, I became aware of an organizational problem that seriously affected the productivity of the organization. Employees in five of the six departments of the company were habitually late for work each morning, causing dissatisfied customers and possible loss of business. This presented a serious problem to the company. The main issue at hand is that many of the chronically late employees were good, hardworking people. Therefore, their managers did not want to fire them or even punish them. However, an employee who is always late has demoralizing effect on other employees who arrive for work on time. In this light, habitual lateness is an infectious disease. Because so many employees got away with being late every day, soon many more participated in tardy behavior. Most of the employees were of lower middle-class economic…
Communication in Organizations the Case
al, (2008). With such events still expected, the lessons to be drawn from this case is that extensive cross-cultural consultation needs to be conducted among the representatives from both sides hence ensuring there is a cultural balance and no disregard for one culture. Timely, open and continuous communication needs to be fostered between the two sides as this will give chance to iron out the few differences that may emerge. References Bambacas, Mary & Patrickson, Margaret, 2008, 'Interpersonal Communication Skills That Enhance Organizational Commitment', Journal of Communication Management, Vol 12, No 1, Pp 51-72. Freeman R, McWilliams C, Gorter R. & Williams S, 2007. 'Dental Students Interacting with Dental Nurses: An investigation of the role of gender and ethnicity in inter-professional communication and working styles', British Dental Journal, Volume 202, NO. 2, Pp 96. Hassan Zarei Matin, et.al, 2010, 'Relationship Between Interpersonal Communication Skills and Organizational Commitment (Case Study: Jahad…
Workplace Re-Organization and Its Effects
In the incipient stages, change causes reticence and this reticence is mostly obvious in the case of the more mature group of employees. While the younger staff members are more opened to change and will embrace it as a new career opportunity, the older population is simply looking to perform its current tasks into retirement. When reticence occurs among the younger population, it can be reduced through change management programs. The reticence of the more mature population cannot however be reduced as it a deep rooted within the individuals. A second impact, obvious at the level of all employee groups, is that of strain creation. Fedir and Herold argue that organizational change creates two sets of strains. The first set is given by the possibility for the change to modify the job specifics. In other words, the employee is worried that modifications would be incurred in the way in which…
Professional Services Organizations of All
Indeed, Weiss describes the process as "ironic" and notes that, "The incentives to put clients first underplay the more subtle logic behind encouraging knowledge sharing in the first place: firms that effectively collect and connect what they know will better serve their clients" (1999, p. 62). The benefits that can accrue to professional services firms that achieve this level of knowledge sharing among their practitioners are wide ranging and can contribute to the firm's performance and profitability. By developing the networks, procedures and routines that are needed to deliver efficient services, professional services firms can take advantage of individual expertise in a modern administrative fashion. In this regard, Weiss advises that, "Clients typically want customized services, but they do not want to pay professional services firms to 'reinvent the wheel.' Professional service firms can develop competitive advantages when they provide higher quality services that are delivered more efficiently than their…
Leadership within Human Services Organizations
In the video titled “Introduction to Human Services Administration," the video highlights several issues faced by the human service administrator. For this assignment, I will choose the issue regarding the requirements of becoming a food bank agency as highlighted by Rob Randels. Any group that seeks to be certified as a food bank agency must sign liability releases. It seeks to protect the anonymity of the donor. Moreover, such an agency must be committed to the safekeeping of the foodstuff they collect. The activities and operations of such agency group must be open to scrutiny and monitoring. The agency group must comply with the strict requirement of ensuring that all the collected foodstuffs end to the needy people rather than repackage and sell in a business model. Lastly, the agency is required to adhere to the strict procedure of obtaining the food from the food bank and distributing such food.…
Self-Organization Our Own Company Is
4.The risk of democracy vs. The rewards given by loyal company employees who feel valued. (Clark, 1999) 5. The risk of listening to the 'lower rungs' on the totem pole whom may challenge one's core beliefs -- and the reward of gaining a stronger sense of values 6. The risk of a costly transition to a new modality of leadership vs. The rewards of eschewing stale stasis. (Sims & Manz, 1995) 7. The risk of hearing what you don't like vs. The reward of having employees as well as one's own self have more successful careers. (Sims & Manz, 1995) The risk of immediate upward vs. The long time reward of a stronger company The risk of greater conflict vs. The reward of working with a group of people who are as optimistic, energetic, and successful as you are on all company levels of hierarchy. The risk and the chance,…
leadership personality traits and organizational behavior
Topic: How different personalities work together to achieve organizational goals. Article: Bakker, A.B. (2015). Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology 24(6): 839-843. Link: https://doi.org/10.1080/1359432X.2015.1071423 Annotation: Employee wellbeing is strongly associated with collaboration in the workplace and the collective commitment to reaching organizational goals, according to prior literature. Bakker (2015) builds on prior literature in the areas of personality diversity and organizational objectives. This article first outlines various theories of organizational psychology including job demands-resources theory, which shows how top-level management decisions can mitigate the detrimental effects of personality diversity on organizational commitment. At the same time, employee commitment can positively enhance team cohesion and the ability for teams to achieve their own and the organization’s main goals. Job crafting, the bottom-up, employee-driven behaviors, are linked with reduced stress, reduced rates of burnout, and greater work engagement, according to the author. The implications…
Expatriate Repatriation Commitment and Retention
Expatriate Repatriation Employees that are sent on assignment overseas for a specified period of time often experience difficulties upon their return to the United States in readjusting to the culture that they once closely identified with. As a result, it has been established that employees often leave their organization within two years of returning from an assignment overseas. This complicates matters for the employee that must find new employment as well as the employer that has lost a significant intellectual knowledge asset in addition to wasting extensive financial resources on expatriation and repatriation processes. Organizations with successful repatriation programs have identified various requirements and employee needs that result in employee retention for an extended period of time. The following study will provide an in-depth analysis of the process of expatriate repatriation, commitment and retention in today's U.S. organizations. The discussion will define the importance of retaining repatriated employees within a…
An Organizations Communication Climate
Communication Climate in My Organization Communication climate is defined as the network of personal relationships within an organization or the atmosphere of personal relationships/interactions within an organization (Mack, n.d.). Communication climate is an important aspect in the operations of an organization since its regarded as the glue that makes relationships within the organization to run smoothly. This concept is also regarded as the tone or mood of interpersonal communications that affect how people within an organization feel and perform their jobs. Communication climate is divided into two i.e. supportive climate or defensive climate. Supportive communication climate is an atmosphere that encourages open flow of information, enhanced employee participation and engagement, and constructive conflict. On the other hand, defensive communication climates are atmospheres that obstruct cooperation and hinder effective flow of information. This blog describes the communication climate in my organization and how it affects motivation and organizational/team commitment. RiksPro's Communication…
Training and Development Background of the Organization
Training and Development Background of the Organization Customer support is the heart and soul of any business. Excellent customer support helps the business to retain the business of old customers, and gain the business of new customers through word of mouth. Offering excellent customer service is the key to business growth and stability. In the area of customer support the importance of training and development cannot be overemphasized. Customer support is directly related to the ability to attain and maintain a competitive advantage. No where is customer support more important than in the online world. Amazon .com is one of the biggest online retailers. Amazon began its venture on the Internet by selling only books, but soon it expanded its product offerings to more than just books and book related items. Now Amazon is one of largest retailers of general merchandise on the Internet. It has used its position as…
Structure for Organizational Communication
New Communication Structure for an Organization Communication skills are crucial to the survival of people and organizations throughout the globe. Actually, people and organizations increasingly depend on communication skills in order to achieve goals, meet needs, and realize expectations. The significance of communication is the survival of mankind is demonstrated in the rapid technological advancements, which are geared towards improving communication across geographical boundaries. For organizations, communication is the premise through which workers perform their respective jobs and responsibilities towards the achievement of established organizational goals and objectives. This paper outlines a proposal for the establishment of a new communication structure in an organization based on important concepts. In this case, the author examines five vital concepts for effective communication in an organization. Effective communication in an organization is realized through establishing an appropriate communication structure based on important concepts for successful communication. Background Information The modern working environment comprises…
Changing Organizational Structures to Learning Organization
Organizational Change and Management Organizations have set goals and objectives that should be achieved within a specified period. For organizations to achieve them, they should have structures that would ensure that the needed activities are done in the desired way. Maguire (2012) defines the organizational structure as the way in which people are grouped to get work done in a firm. It forms the basis for the development of an effective relationship between different stakeholders such as managers and the employees. Organizational structures can be grouped into different types that include matrix, functional, and divisional structures among others. Evidence shows that the type of structure used in an organization influences its members significantly. Organizational structures affect job satisfaction among the staff of a firm. According to a literature review performed by Thomas (2015), it became evident that nurses who worked in hospitals where decentralization was used in task execution and…
Leader of a Nonprofit Organization
" Jardina, likewise, articulated that "my goal is to push every employee to learn and grow. I encourage all to write down personal and professional development plans." Miscellaneous Suggestions Other recommendations for motivating employees of NPOs are more dependent on the situation and include the following: 1. Team Unity Alatrista and Arrowsmith's (2004) field study provides an example where social support -- the feeling of belonging to a team- may fill in the gap when employees have lost sight of their overarching goal. The employees in their case no longer felt attracted or responsible to their overall directors: at best they saw them as distant and unresponsive or even as a cause of difficulties for the local team and the service that they provided. The employees, therefore, had to be attracted by alternate means, which in this case were the quality of the team relations and the personality of their…
Rethinking Diversity in Public Organizations
Diversity in the Workplace With globalization, different people ascribing to different cultures have crossed national borders in search of greener pastures. Similarly, multinational companies have expanded their operations across different countries bring about issues of cultural diversity in the workplace. While diversity brings about increased efficiency due to the expertise and varied methods of pursuing tasks, diversity may result into numerous challenges such as culture shock and disagreements. The following study endeavors to discuss how diversity in the workplace is related to and might be promoted to democracy. Estlund (2003) posits that the workplace is an important site for the creation and maintenance of social capital and networks of trust and norms that aid people to pursue shared objectives. The workplace is an essential avenue establishing social connections across typical divisions of gender and race. With increased emigration, different people from different family, cultural, and religious backgrounds are increasingly working…
Walmart I What Major Threats Organization's Ability
WALMART i) What major threats organization's ability serve stakeholders make mission a reality? ii) What major opportunities improve organization's ability meet make vision ? Please write pages, give, issue creatively. Wal-Mart Wal-Mart is one of the largest corporations at the global scale, and the supreme leader of the retail industry within the United States. Throughout its existence, the company has been faced with fierce criticism regarding the working conditions of its staffs or the negative impact upon the environments in which it operates (Copeland and Labuski, 2013). Despite these however, the company remains highly profitable and remains true to its original mission of saving people money so that they can live better (Website of Wal-Mart, 2013). Aside from the core purpose of saving people money, the organization's mission has also been extended to include an organizational commitment to "work together" in order to "lower the cost of living for everyone……
Human Resource Management Impacts on Organizations
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Good Example Of Commitment Essay
Type of paper: Essay
Topic: Life , Activity , Understanding , Actions , Loyalty , Principles , Thinking , Allegiance
Published: 03/25/2020
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Commitment is the state of being dedicated to an activity or a cause. This means that an individual has to be more than willing to satisfy a given activity. Commitment may be defined by existence of various terms in its explanation. Like other words, commitment may have been made meaningful and sensible by presence of other words to supplement it or make it easy to understand. Such words are devotion, loyalty, and faithfulness. For a cause or activity to be achieved various forces must work together. These forces are the words that may be used together to bring out the actual and reliable meaning of the word commitment. It is meaningful to understand that this word is not original but it has been formulated from another word. It being a noun has originated from a verb. Therefore, understanding the verb would lead to better understanding of the noun. The noun commitment may have originated from the verb commit. This verb means to bind to certain cause. This means that the individuals willing to become committed to a given cause must have understood the various principles that define that cause and he or she is ready to go by them. In most cases, a cause that requires an individual to become committed to it is not easy. It must have been defined by a set of a challenges that act as the qualification grounds for the individuals willing to be accountable for the cause. Once an individual claims to be committed to a given cause, he or she must not wait for anyone to remind him or her on the role suitable for him or her. This means that there must be extreme independence in decision making processes of choosing a cause. Being pushed by another individual shows that the individual is not ready to confine to the call of the cause which is defined by the level of commitment that one subjects to an activity. Other individuals may not understand what the cause entails thus they should not be the platform on which decision over commitment are made. In the past, commitment was renowned of coming with acceptance of certain directional elements. One must be willing to abide by certain directions. A cause is set as a process heading to a given direction. This means that anyone willing to be part of the cause has to follow the direction of the cause. In most cases, the direction will be unclear for the followers. However, it did not matter how challenging the direction might have been but individuals who claim to be committed of the task have to follow the direction. Commitment is all about being blind of other directions but remaining focused on the main direction. This indicates that there are always divergent ways that may easily lead to loss of direction. A committed individual must be the one willing and ready to undertake the cause and follow necessary steps towards achievement of a given goal as defined by the cause. For instance, marriage was taken as a form of commitment and divorce cases were rare. No matter the challenges that the couple underwent divorce never crossed their minds as the solution to the problems they experienced. These marriages were built by various elements that may be used to explain commitment into details. These elements would be faithfulness, loyalty, and devotion. In the past, spouses were always ready to ensure that their marriages work to the best. Although, commitment is a sign of devotion towards a cause, people in the modern society have lost its meaning. People are no more willing to follow processes to reach a given point. They believe directions are for those people who do not understand what they really want in the society. Loyalty to a given cause does not exist anymore. They believe that loyalty should only be practiced by individuals who are desperate of a situation. For example, in modern marriages partners are no more loyal to their spouses. Unfaithfulness, which is an element of lack of commitment, has been the song for different marriages. Partners are looking for comfort outside their marriages living the meaning of commitment tattered. People have become irresponsible of their acts of unfaithfulness to a point of betraying themselves as well as their goals in the process of deviating from a commitment. Commitment as a noun relies deeply on the verb “commit”, which means to bind to a certain cause. It is defined by existence of principles that dictate the cause. Anyone willing to follow a given cause must be ready to adhere to the principles that show direction. The term commitment may be difficult for some people thus availability of synonyms would be significant to bring in extensive understanding. Understanding the pathway for a cause is a major element to definition of commitment. Existence of sense of direction is significant in definition of commitment towards a given cause. In the past commitment had significant meaning than today where people just know the word to exist in the dictionary but it is not practical in their lives.
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Therefore, a primary objective of this research is to investigate theoretical and empirical perspectives that seek to explain organizational commitment with particular attention paid to the...
Organizational Commitment and Job Satisfaction Creating and sustaining organizational commitment in employees needs to get beyond the short-term strategies managers and leaders often rely on to temporarily increase job satisfaction.
The counselors’ organizational commitment level will be assessed by the instrument developed by Meyer and Allen (1987). The instrument has three folds: affective commitment, continuance commitment and normative commitment.
Organizational Commitment is a core predictor of employees’ attitude to the organization and is a strong indicator of turnover behavior, withdrawal tendency and organizational citizenship behavior (Mathieu and Zajac, 1990; Morrow, 1993; LePine, Jeffrey A.; Erez, Amir; Johnson, Diane E, (2002) ;Sinclair and Wright, (2005).
It is a complex study involving the factors such as the culture, sociology, psychology, performance, satisfaction, identification etc. one of the most important factor that affects the organizational behavior is “Organizational commitment”. This essay aims on studying in depth about the Organizational commitment and theories involved in ...
Mowday, et al (1982) also defined organizational commitment as conviction held by staff towards organisations goals and values, having tendency towards significant efforts representing organization as well as high interest in maintaining one’s membership in organization.
Organizational Commitment (OC) is referred as, “the relative power of an individual’s identification with and involvement in a particular organization” (Mowday et.al., 1979). OC also states to an identification of an worker working in a corporation as a human capital. OC has been distinguished by the three types of dedication: affective ...
Words: 1046. Length: 3 Pages. Document Type: Term Paper. Paper #: 86882635. Read Full Paper . Organizational Behavior Trends. Increasingly two major factors are influencing corporate decisions makers. The first is a reenergized campaign for corporate ethics. The second is technology and work-related stress.
Good Example Of Commitment Essay. Type of paper: Essay. Topic: Life, Activity, Understanding, Actions, Loyalty, Principles, Thinking, Allegiance. Pages: 3. Words: 850. Published: 03/25/2020. ORDER PAPER LIKE THIS. Commitment is the state of being dedicated to an activity or a cause. This means that an individual has to be more than willing to ...